The first worldwide standard that focuses especially on the mental health and safety of workers while they are on the job is ISO 45003, which was first developed by the worldwide Organization for Standardization (ISO). When it comes to dealing with psychosocial hazards, which can have a negative impact on mental health as a whole, it offers specific guidance on how to accomplish this. A number of these dangers include stress, difficulties in communication, and the culture of the organization, all of which have the potential to lead to negative consequences. These expectations are in accordance with the guidelines that are outlined in the Work Health and Safety (WHS) Act of Australia. In accordance with this law, businesses are required to take reasonable precautions to protect their employees from experiencing mental harm. The establishment of an Employee Assistance Program (EAP) is one way for businesses to fulfill a significant portion of these requirements. EAPs, which stands for employee assistance programs, are designed to be proactive strategies to identify and address psychological hazards that may be present in the workplace. One of the objectives of these programs is to guarantee that workers have access to information, assistance, and prompt assistance from professionals who have extensive experience.

The standards of ISO 45003, which stresses avoiding issues from arising in the first place, finding them at an early stage, and delivering continuous support, are satisfied by EAPs, which are useful tools that accomplish these objectives. They take measures to guarantee that workers are able to obtain support in a location that is private and confidential before the stress that the worker is experiencing becomes too great for them to handle. Employee assistance programs (EAPs) offer solutions that are both reactive and proactive, and they are intended to supplement the mental health strategy that an organization has in place. The following are some examples of activities that fall under this category: counseling, coaching, and wellness classes. In addition, the provision of an EAP provides evidence that a company has a duty of care, which is one of the major criteria for obtaining certification under the ISO 45001 standard. The fact that the firm is taking meaningful efforts to address psychological difficulties and to aid in the preservation of mental health throughout the whole workforce is demonstrated by this.

It is feasible for employees who are in great mental health to communicate with one another more successfully, to retain a higher level of concentration, and to generate ideas that are unique to them. On the other side, if a person's psychological problems are not addressed, it may lead to their skipping work, quitting their positions, and ultimately filing claims for compensation to which they are legally entitled. Based on the findings of study, it has been determined that activities that are related to mental health provide a return of four dollars for every dollar that is invested in them. An employee assistance program (EAP) is able to make a direct contribution to the accomplishment of this objective by fostering more employee participation and reducing the number of occurrences that are connected with stress. In order to be more explicit, it provides compliance officers and HR directors with the ability to collect measurable proof that psychological safety activities are successful. This is something that ISO 45003 inspectors check for on a regular basis.

It is necessary for individuals to have a level of comfort that allows them to speak out, ask for aid, and receive support. This is not the only thing that counts; individuals also need to feel secure asking for assistance. Compliance with policies is not the only thing that matters. Employees are provided with a safe space in which they are able to communicate their concerns without the fear of being assessed through the Employee Assistance Program (EAP). The implementation of these measures, over the course of time, will make it more normal for individuals to seek assistance and will encourage individuals to interact openly with one another. It is also possible for leaders to use EAP data that has been aggregated and de-identified in order to discover common sources of stress and customize actions to address those sources. These activities may include reducing stress levels, improving communication, or making individuals stronger. Companies are able to maintain their psychological safety systems in a condition of continuous development with the assistance of this technique, which is based on data.